Commercial · Employee Benefits · Group Health
Employee benefits that help you keep good people.
Group health, dental, vision, life, and disability — designed, shopped, and serviced for small Seattle employers. We help you attract talent in a tight market and stay compliant with Washington's rules.
What it covers
The benefits that recruit and retain.
A strong benefits package is one of the most effective recruiting and retention tools a small business has — and in Seattle's labor market, it's often the deciding factor. We place and service group benefits, shop renewals so you don't overpay, and help you navigate Washington's specific requirements.
Group health
Medical plans across multiple carriers, designed around your budget and your team's needs.
Get a quoteDental & vision
Popular, affordable add-ons that punch above their weight for retention.
Get a quoteLife & disability
Group life and short/long-term disability to protect employees' income.
Get a quoteAncillary benefits
Accident, critical illness, and other voluntary benefits employees can opt into.
Get a quoteCompliance support
ACA, ERISA, WA Paid Family & Medical Leave, and WA Cares coordination.
Get a quoteEnrollment support
Plan design, employee enrollment, and renewal shopping handled for you.
Get a quote· A market of A+ insurance companies
Who needs it
Small and mid-size employers competing for talent.
Employers with roughly 2–50 employees who want to attract and keep good people, and who need help navigating ACA thresholds, Washington Paid Family & Medical Leave, and the WA Cares Fund. If benefits are how you compete for talent, we design the package and shop it every renewal.
What drives your price
- Group size and employee demographics
- Plan design (deductibles, networks)
- Your contribution strategy
- Industry and location
- Fully-insured vs. level-funded structure
- Renewal timing and carrier competition
Fully-Insured vs. Level-Funded group health
| Fully-Insured | Level-Funded | |
|---|---|---|
| Cost predictability | Fixed monthly premium | Fixed payment, possible year-end refund |
| Best for | Simplicity and stability | Healthier groups wanting savings |
| Underwriting | Community/pooled | Based on your group's claims |
Common mistakes we fix
- Auto-renewing every year without shopping the market.
- Overlooking level-funded options that could save a healthier group money.
- Falling out of compliance with WA Paid Family & Medical Leave or ACA rules.
- A contribution strategy that undercuts the plan's recruiting value.
Go deeper
Related reading
Questions clients ask
Quick answers, no jargon.
Prefer to talk it through? A licensed advisor picks up: 206 · 363 · 1110.
- Employers with fewer than 50 full-time-equivalent employees generally aren't required to offer health insurance under the ACA, but many do to compete for talent. Washington also has PFML and WA Cares obligations that apply regardless.
- Group plans are typically available starting at two enrolled employees. We help small groups design a plan and shop carriers to find a fit for the budget.
- A hybrid between fully-insured and self-funded: you pay a fixed monthly amount, and a healthier-than-expected claims year can return a refund. It can save money for the right group while keeping predictable costs.
- WA PFML is a state program funded by premiums split between employers and employees, with employer reporting obligations. We help you understand your responsibilities and coordinate it with your benefits.
- Broker compensation is typically built into the plans by the carriers, so our guidance, plan design, and renewal shopping generally come at no separate cost to you — with a real local advisor to call.
- Yes. Dental and vision are affordable, popular benefits that many small employers add on their own or alongside a medical plan to strengthen recruiting and retention.